Here's a FREE selection of articles that address many different problems and situations in your workplace.
WHEN A PERSON IS CALLED ON THEIR COMMENTS OR JOKES,
THEIR RESPONSE IS "IT'S ONLY A JOKE" OR “CAN'T YOU TAKE A JOKE?”
A WOMAN IN A MALE DOMINATED WORKPLACE GETS LESS THAN KIND
COMMENTS FROM THE GUYS AND WHEN ASKED ABOUT IT QUIETLY,
SHE SAYS IT DOESN'T BOTHER HER, OR SHE CAN TAKE IT
ASKING A PERSON WHO IS CONSIDERED A "MINORITY"
TO DO TASKS OTHERS ARE REQUIRED TO DO, YET THEY CRY FOUL
EMPLOYEES WHO MAKE DISPARAGING COMMENTS ABOUT MANAGEMENT AND MANAGERS WHO MAKE DISPARAGING COMMENTS ABOUT UNIONS, GENERALLY
WHEN SEVERAL EMPLOYEES MAKE DEROGATORY COMMENTS ABOUT
ANOTHER EMPLOYEE, WHO IS NOT PRESENT, AND OUTSIDE OF WORK
WHEN SOMEONE TELLS A JOKE, MOST PEOPLE LAUGH, BUT IT'S INAPPROPRIATE, ESPECIALLY FOR ONE PARTICULAR EMPLOYEE, BUT NO ONE SAYS ANYTHING
WHEN EMPLOYEES DON'T WANT TO PICK UP THE SLACK BECAUSE A CHRISTIAN EMPLOYEE NEEDS TIME OFF FOR MASS AND WON'T WORK ON SUNDAYS
WHEN AN EMPLOYEE TAKES PART IN REPUGNANT, BUT NOT ILLEGAL ACTIVITIES, SUCH AS A WHITE SUPREMACIST GROUP, OUTSIDE OF WORK
YET NEVER SAYS OR DOES ANYTHING AT WORK
WHEN TWO EMPLOYEES WERE VERY GOOD FRIENDS, BUT HAD A PHYSICAL FIGHT OUTSIDE WORK AND NOW ONE OF THEM WON'T WORK WITH THE OTHER
OVER SOME OPEN FORM OF COMMUNICATION (RADIO OR GROUP EMAIL) AN EMPLOYEE STATES ABOUT ONE OF THE GUYS, "IT MUST BE THAT TIME OF THE MONTH" BECAUSE THIS FELLOW WAS BEING TOO EMOTIONAL
WHEN A WOMAN CAN’T DO THE SAME PHYSICAL WORK
A MALE CO-WORKER CAN DO, BUT IT’S ONLY A SMALL PART OF THE JOB
WHEN A PERSON APPEARS ALMOST RUDE IN EMAILS, BUT IN PERSON THEY COME ACROSS DIFFERENTLY – CONSIDERATE
WHEN SOMEONE WON’T TAKE “NO” FOR AN ANSWER – THEY HAVE EXHAUSTED ALL APPEALS AND PEOPLE DON’T SEE IT HIS WAY
WHEN SOMEONE IS AFRAID TO SAY ANYTHING TO SOMEONE WHO IS “DIFFERENT” FOR FEAR OF A COMPLAINT OR INSULTING THESE PEOPLE
PERSONS LOWER THEIR VOICES WHEN TALKING ABOUT SOMEONE WHO IS (WHISPER) “BLACK”
If someone in management fears a good worker with a bad attitude will leave when they are spoken to or disciplined, that’s a tough dilemma. However, there is no reason to believe such an employee will leave when you’re looking for better behaviour. Also, even if this “good employee” were to leave, you have to consider the effects their bad behaviour has on others…who want to leave or do leave because of this one employee. We might think one “bad attitude: employee isn’t a big deal, but often the ripple effects are harmful to the workplace.
Don’t assume a conversation is going to go off the rails. Sometimes people don’t realize the effects of their behaviour or they just think they can get away with whatever they want to say. As per usual, identify the problem behaviour, ask for improvement and deal with any slippages. Sometimes old habits are hard to break.
Have a direct conversation with this employee, outlining the problem with the behaviour. Attitudes are tough to quantify, so stick to behaviours and with actual comments or actions. These can even include a rolling of the eyes, or a snicker when someone is talking. Emphasize the work is good, but certain behaviours are causing problems and are unacceptable. Be willing to discuss these in details and to answer any questions…as this employee might need further clarification if this person has been able to get away with this behaviour for a long time.
“I want to talk to you about some troubling behaviour at work. You know that I know your work is great. However, when you say (fill in the blanks) or do (fill in the blanks), it’s a problem because it’s disrespectful to other workers (or you can say, it’s disrespectful to you or name names if appropriate and you have consent). Because you do such good work, I know you’re smart enough to change inappropriate behaviour in the future. We need someone who’s good at their job, as well as good with interactions with everyone at work.”
Stephen Hammond, B.A., LL.B., CSP
If you have any questions, please contact Stephen.
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